Your manager has approached you regarding her desire to outsource certain functions to an external
firm. She would like for you to create a document to send to three vendors asking them for solutions
for these functions that your organization is to outsource. What type of a procurement document
would you create and send to the vendors in this instance?
A
Explanation:
A request for proposal (RFP) is a procurement document that asks the vendor to provide solutions,
ideas, and detailed information about the outsourced function. The vendor will provide a proposal in
response to the RFP. An RFP is often sent with a statement of work that details the outsourcing need
that the vendor is to provide a solution and a price.
Answer option B is incorrect. A Request for Quote (RFQ) is a procurement document that asks the
vendor to provide just a price for the solution to be purchased - no ideas or suggestions are needed
from the vendor. RFQ are often used with materials, such as cost per metric ton or cost per unit.
Answer option C is incorrect. An invitation for bid (IFB) is identical to the request for quote. It is a
procurement document asking the vendor for a fixed price for a specific thing to be purchased.
Answer option D is incorrect. A request for information (RFI) asks the vendor for more information
about their solution, services, or company.
An RFI could ask for samples, references of work, white papers, and more information.
Kelly's organization has posted a new job opening for their organization. This job opening is for a
woman to be the restroom attended, for all women's restrooms and locker rooms, in their
organization. Kelly believes, however, that the requirement for the applicant to be a female is a
violation of the Title VII of the Civil Rights Act of 1964. Which one of the following is the best answer
for this scenario?
A
Explanation:
This is an example of a bona fide occupational qualification for the position because of the nature of
the job and type of employee, female, that is needed in this instance.
Answer option C is incorrect. The sex of applicants is not excluded from the Title VII of the Civil Rights
Act of 1964.
Answer option B is incorrect. This is not a violation of the Title VII of the Civil Rights Act of 1964
because some jobs may have an unintended discriminatory basis.
Answer option D is incorrect. The existence of a similar job for men or women does not automatically
create exclusion to the Title VII of the Civil Rights Act of 1964.
You are an HR Professional for your organization. You and your supervisor are reviewing the EEO
reporting requirements for your company to comply with the reports your firm should file. Which
EEO Report is a survey, collected every other year on even calendar years?
C
Explanation:
The EEO-3 Report, formally known as the Local Union Report, is collected on even years.
Answer option D is incorrect. The EEO-1 Report is collected yearly for firms with 100 or more
employees. It reports the race, ethnicity, and gender and job distribution of the organization.
Answer option A is incorrect. The EEO-4 Report, formally known as the state and local government
report, is collected on odd years.
Answer option B is incorrect. This report, formally known as the Elementary-Secondary Staff
Information Report, is collected by the EEOC, the Office for Civil Rights, and the national Center for
Education Statistics of the Department of Education. It is collected in even numbers for school
districts with 100 or more employees.
The JHG Company has used discriminatory hiring practices in the past but they adjusted their
practices and are following federal laws now to ensure that fair hiring practices are met. However,
the JHG Company has an employee referral program as a primary source to recruit new employees.
What danger may the JHG Company be exposed to in this scenario?
B
Explanation:
This is an example of how past discriminatory practices can perpetuate themselves in the
organization, by using the current pool of employees to bring new applicants. Past discriminatory
practices that created the current pool of employees can cause the current pool to refer similar
candidates to the company.
Answer option D is incorrect. While this choice is tempting the question doesn't reveal what the
discriminatory practices were in the past. The discriminatory practices could have been race, sex,
religion, or a host of other discrimination.
Answer option A is incorrect. The question doesn't reveal if the past practices were intentional or
not, and the current situation could and could not be unintentional. The best answer, however, is
that this scenario perpetuates past discrimination practices.
Answer option C is incorrect. An adverse impact is the overall effect of a disparate action. While this
answer is tempting, it's not the best choice for the question.
You are a HR Professional for your organization and you're preparing your team for a series of
interviews. You want the team to be familiar with the validity types you'll use and encourage in the
series of interviews. One of the requirements in the interview process for a graphic designer is, for
the graphic designer to use a software program and to create a simple brochure. This is an example
of what type of validity?
D
Explanation:
The selection criterion for the graphic designer to use the software program and create a brochure is
indicative of the type of work the graphic designer should be able to do in the job. This is an example
of content validity for the applicant.
Answer option C is incorrect. Criterion-related validity is an example where performance scores
achieved by current employees are based on the criterion used for the selection. For example,
current employees can perform better because they can design artwork in particular software
programs, so applicants must be able to use the particular software program to qualify for the
position.
Answer option A is incorrect. Construct-related validity measures certain psychological tests to
determine whether the applicant possesses the desired characteristics to operate successfully in the
position.
Answer option B is incorrect. Predictive-validity is a confirmation of characteristics the candidate is
tested for during the interview process, hold true in the actual performance of the candidate once
they've been hired.
The Pregnancy Discrimination Act of 1978 prohibits employers from discriminating against
employees on the basis of pregnancy, child birth, or other related medical conditions. This law affects
organizations having what minimum number of employees?
C
Explanation:
This law addresses all organizations that have 15 or more employees.
Answer option A is incorrect. Organizations with fewer than 15 employees are exempted from this
law.
Answer option B is incorrect. The law requires organizations with 15 or more employees to conform
to the regulation.
Answer option D is incorrect. This law applies to all organizations with 15 or more employees, not
just the federal government.
The GHF Corporation is looking to hire four software developers. The average pay for software
developers, with the desired skill set, is $76,000. The GHF Corporation believes that by offering
$80,000 for the starting salary they'll attract better performers than their competitors. What is this
scenario an example of?
B
Explanation:
When an organization wants to pay more than the market norm, they are considered to be leading
the market.
Answer option A is incorrect. Lagging the market means an organization is paying less than the
market norms.
Answer option C is incorrect. Matching the market means the company is paying the standard market
rate.
Answer option D is incorrect. Beating the market isn't an appropriate terminology for this scenario.
You are an HR Professional for your organization. Your organization employs 120 people in the United
States. You are required to file the EEO-1 report for your organization by what date?
D
Explanation:
The EEO-1 Report, known as the Employer Information Report, must be submitted to the
Department of Labor's Office by September 30 of each year for employers with 100 or more
employees.
Answer option C is incorrect. January 1 is not a valid answer.
Answer option A is incorrect. April 15 is the tax filing deadline.
Answer option B is incorrect. All organizations with 100 or more employees must file the EEO-1
report by September 30, not the anniversary date of your organization reaching 100 employees.
As an HR Professional, you are required to post an OSHA poster in a conspicuous place that is easily
visible to employees. What OSHA poster lists each of the employee's rights?
A
Explanation:
The OSHA poster with the employee's rights is OSHA poster 3165.
Answer options D, C, and B are incorrect. The OSHA poster with the employee's rights is OSHA poster
3165.
Question: Consider your role as a HR Professional in your organization. In your duties you're to keep
abreast of market trends, practices in HR, employee attitudes, and your business needs. What
component of the HR Impact Model is addressed in this situation?
C
Explanation:
The HR Professional in this role of the catalyst is involved in the HR practices, trends, business needs,
and understands the company's culture and employee attitudes. Answer option D is incorrect. The
consultation role helps to define the overall organizational strategy.
Answer option B is incorrect. The policies and procedures role establishes and controls the HR
processes, employee programs, and ensures fair treatment for employees.
Answer option A is incorrect. The programs and processes role oversees programs to attract and
motivate employees, and promotes employee satisfaction and performance.